Staying Ahead of the Curve

HR’s Critical Role in Compliance Obligations

Introduction

In today’s fast-paced and increasingly regulated business environment, compliance isn’t just a box to check—it’s a critical function that protects your organization from legal risk, promotes ethical practices, and supports a healthy workplace culture. 

Employment laws at the federal, state, and local levels change regularly. So how does HR stay ahead in keeping up with compliance? In this blog we will provide questions for you to consider if your organization is compliant with some of the various laws, consequences of noncompliance, and best practices to stay compliant.  

Some of HR’s Core Compliance Responsibilities

1. Employment Law Compliance

   Consider the following questions:

   
   

Do you have remote employees that work in different states? If so, you’ll need to assess if there is overtime and paid leave requirements for each state. 

Do you know the minimum wage requirements of each state your employees reside? HR ensures that hiring, compensation, leave policies, termination procedures, and workplace practices adhere to federal, state, and local labor laws such as:

• Fair Labor Standards Act (FLSA)

• Family and Medical Leave Act (FMLA)

• Americans with Disabilities Act (ADA)

• Equal Employment Opportunity laws

2. Workplace Policies and Documentation

When was the last time your employee handbook was reviewed and updated? In addition to law updates, workplace rules or benefits may have changed. TBP can review and update your employee handbook.

HR develops, updates, and communicates policies that reflect current laws and company values. This includes:

• Employee handbooks

• Anti-harassment and anti-discrimination policies 

• Remote work guidelines

3. Training and Education

   When was the last time you provided EEO Compliance training? Some states mandate this training, particularly sexual harassment prevention. We recommend conducting annual EEO training to mitigate legal risks and foster a more inclusive workplace.

   
   

HR is responsible for providing training on topics such as:

• Sexual harassment prevention

• Workplace safety

• Data privacy

• Ethics and code of conduct

HR Departments are responsible for ensuring company policies, procedures, and actions align with applicable workplace laws and regulations. In addition, certain federal laws such as FMLA and FLSA can hold HR professionals and other decision makers personally liable for violations. For example, denying an eligible employee FMLA leave could lead to individual liability for the HR professional involved. 

Consequence of Non-Compliance

Failure to ensure compliance can lead to serious consequences for a company including legal penalties/fines, lawsuits, reputational damage, and financial loss. Whether it’s ensuring proper worker classification, maintaining OSHA standards, or staying aligned with federal, state, and local laws, compliance touches every part of the employee lifecycle.

Best Practices to Stay Compliant

To minimize the risk of liability, HR professionals should:

• Stay Informed: Subscribe to legal updates, attend webinars, and partner with TBP 

• Invest in Technology: Use HRIS and compliance tools to track certifications, training, and documentation.

• Create a Culture of Compliance: Train managers to identify risks, speak up, and follow established processes.

• Conduct Regular Audits: Proactive reviews of policies, procedures, and records help mitigate risk.

• Document Everything: Keep thorough records to demonstrate compliance in the event of an investigation or lawsuit.

  
  

Final Thoughts

Compliance is not a one-time effort—it’s a continuous, proactive commitment. HR professionals are not just administrators; they are strategic leaders in protecting the integrity, reputation, and future of the organization. By staying informed, engaged, and equipped, HR ensures that compliance isn’t a burden—it’s a built-in part of a well-run, ethical workplace.

Small HR teams may lack the bandwidth or tools to manage growing compliance burdens effectively. The Bradley Partnerships (TBP) provides HR consulting support services. Our team of certified SHRM experts can work with you to assess your organization, ensure compliance, conduct annual EEO training for managers and employees, revise and/or develop your employee handbook, and be your outsourced HR partner. You can contact our office at (724) 799-8170 or by emailing us at info@bradleypartnerships.com. Visit our website at www.bradleypartnerships.com for more information.